Strategic Workforce Planning: Building an Agile Future for the New Year

November 6, 2024

As we approach 2025, strategic workforce planning has never been more essential. Organizations that wish to stay ahead of the curve must embrace an agile approach to their workforce—one that responds swiftly to changes, scales efficiently, and aligns talent with business objectives. Workforce agility, increasingly recognized as a cornerstone of sustainable growth, allows companies to thrive amidst uncertainty and complexity.

Understanding Strategic Workforce Planning

Strategic workforce planning is about aligning your talent strategy with your business goals to ensure that you have the right people, with the right skills, at the right time. As we enter the new year, more organizations are moving towards an agile workforce model, making planning even more critical for effectively blending traditional employees with non-traditional workers like freelancers, independent contractors, and consultants. By 2025, it is predicted that up to 85% of businesses will be committed to expanding their use of agile workforce practices (Randstad, 2024).

This shift is already well underway. Currently, non-traditional workers make up between 20% and 30% of the workforce, with IT and engineering functions leading the way (Randstad, 2024). Strategic workforce planning involves not only meeting immediate needs but also preparing for the future—anticipating shifts in demand, filling skills gaps, and ensuring adaptability to industry trends in the year ahead.

The Case for Agility in Workforce Planning

Why are more and more companies committing to an agile workforce? The answer lies in the numerous benefits it brings. Flexibility is crucial for navigating the complexities of the upcoming year. A flexible workforce allows employers to staff up or down in response to changes in demand—whether they be seasonal trends, new market opportunities, or economic fluctuations.

Moreover, strategic workforce planning helps reduce costs and improve operational performance. Employers who have already integrated non-traditional workers into their workforce report that they can access the talent they need faster and more cost-effectively, which ultimately translates into improved corporate performance. In fact, 24% of organizations report reduced costs, while 21% see improved performance as direct outcomes of using a flexible staffing model (Randstad, 2024).

Practical Steps for Workforce Planning in the New Year

As we move into the new year, organizations should take several practical steps to ensure effective workforce planning:

  1. Assess Current Workforce Needs: Start by evaluating your current workforce composition, including skills, roles, and performance. Identify gaps that need to be filled to align with upcoming business goals.
  2. Incorporate Agility into Your Strategy: Make flexibility a core element of your workforce strategy by planning for both full-time and non-traditional workers. This will help your organization adapt to changing demands quickly and efficiently.
  3. Leverage Technology: Utilize workforce management tools and technology to enhance workforce planning efforts. Remote work, in particular, will require technology that supports communication, collaboration, and productivity.
  4. Foster a Culture of Adaptability: Encourage an organizational culture that values adaptability and continuous learning. Agility starts with people who are open to change, upskilling, and new ways of working.
  5. Partner with Talent Providers: Consider partnering with staffing agencies or talent platforms that specialize in non-traditional workers. This can help you access specialized skills on demand without the long-term commitment of traditional hiring.

The Bottom Line: Agility is a Must-Have for the New Year

Workforce agility is no longer optional—it’s a necessity for growth, innovation, and long-term success. As the business landscape continues to evolve in the coming year, the companies that thrive will be those that embrace agility at every level, strategically planning their workforce to meet the challenges and opportunities of tomorrow.

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